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Millennials & Gen Z workers are saying NO to managerial positions

Gen Z says NO to managerial positions

Millennials and Gen Z workers are increasingly opting not to pursue managerial roles in the workplace, and there are several compelling reasons behind this trend. Before delving into these reasons, it’s important to note that these younger generations have faced stereotypes of entitlement, disloyalty, and image-consciousness, which have shaped perceptions of them in the corporate world.


Addressing this phenomenon, TikToker @littlemisstrena highlighted the question of why younger generations are hesitant to embrace leadership roles. She candidly shared her personal experience, explaining that she had once aspired to climb the career ladder and become a supervisor. However, her promotion to a supervisory position brought little in terms of rewards—only a meager dollar increase in hourly pay. This additional responsibility and workload did not justify the minimal wage boost.

Furthermore, Trena observed that her supervisory role did not significantly enhance her resume or job prospects. The promotion failed to provide the career advancement she had anticipated, given the added stress it entailed. Similar sentiments were echoed by Jayde Young, a 33-year-old marketing executive, who expressed frustration with the underwhelming benefits of mid-level management. While holding a managerial title, Young noted that the position did not come with substantial perks, and the salary increase was not commensurate with the increased workload.

A common thread in this reluctance to become managers among millennials and Gen Zers is the financial aspect. Many younger workers find that their salaries offer limited buying power, especially in high-cost-of-living areas. As a result, they are not swayed by prestigious titles unless they come with a substantial salary increase.

The Big Picture

Comments from viewers of the video highlighted the disparities between job responsibilities and compensation. They pointed out the challenges of increased duties, lack of appreciation, and minimal raises, often just 1%, which failed to motivate them to take on managerial roles. The experience of watching stressed-out managers, working long hours, and receiving inadequate pay did not serve as an appealing incentive for younger workers.

Hence, the reluctance of millennials and Gen Z to pursue managerial positions stems from the disparity between increased responsibilities and meager compensation, which fails to provide a compelling reason to take on these roles. Financial constraints and the absence of significant perks further contribute to their decision to avoid management positions.

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